Filed Date: Sept. 18, 2000
Closed Date: Sept. 16, 2002
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The EEOC's Seattle district office sued Regis Corporation, a national hair salon chain, and Hair Masters Services, Inc. on September 18, 2000 in the U.S. District Court for the Western District of Washington. The EEOC's complaint is unavailable, however the consent decree, entered on July 16, 2001, specifies the EEOC's causes of action. Accordingly, the EEOC alleged that the defendants violated Title VII when they discriminated against the intervenor employee, who intervened on January 3, 2001; by failing to accommodate her religious practices (unspecified) which lead to her constructive discharge. The consent decree stipulated that the defendant would pay the intervenor $55,000 in damages, provide training for religious sensitivity, amend its EEO policy to accommodate religious practices and post a notice of compliance with Title VII.
Summary Authors
Kevin Wilemon (6/8/2007)
Last updated March 21, 2024, 3:02 a.m.
State / Territory: Washington
Case Type(s):
Special Collection(s):
Key Dates
Filing Date: Sept. 18, 2000
Closing Date: Sept. 16, 2002
Case Ongoing: No
Plaintiffs
Plaintiff Description:
Equal Employment Opportunity Commission, on behalf of one or more workers.
Plaintiff Type(s):
Attorney Organizations:
Public Interest Lawyer: Yes
Filed Pro Se: No
Class Action Sought: No
Class Action Outcome: Not sought
Defendants
Hair Masters Services, Inc. (Tacoma, WA), Private Entity/Person
Regis Corporation (Tacoma, WA), Private Entity/Person
Case Details
Causes of Action:
Title VII (including PDA), 42 U.S.C. § 2000e
Available Documents:
Injunctive (or Injunctive-like) Relief
Outcome
Prevailing Party: Plaintiff
Nature of Relief:
Injunction / Injunctive-like Settlement
Source of Relief:
Form of Settlement:
Court Approved Settlement or Consent Decree
Amount Defendant Pays: 55000
Order Duration: 2001 - 2003
Content of Injunction:
Expungement of Employment Record
Develop anti-discrimination policy
Post/Distribute Notice of Rights / EE Law
Provide antidiscrimination training
Implement complaint/dispute resolution process
Issues
Discrimination-area:
Discharge / Constructive Discharge / Layoff
Discrimination-basis:
EEOC-centric: